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Role of HR Managers .Unit I : Human Resource Function Human Resource Philosophy Changing environments of HRM Strategic human resource management Using HRM to attain competitive advantage Trends in HRM Organisation of HR departments Line and staff functions .
1995) Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce. approaches and beliefs of the individuals involved in the affairs of the organization. creative abilities. talents and aptitudes of an organization's workforce. . skills. acquired knowledge and skills represented by the talents and aptitudes of the persons employed in the organization. as well as the values. y It is the sum total or aggregate of inherent abilities. y Human resources may be defined as the total knowledge. attitudes.HUMAN RESOURCE MANAGEMENT (John Storey. structural and personal techniques. using an integrated array of Cultural.
y It is the recruitment. y HRM helps in attaining maximum individual development. desirable working relationship between employees and employers. compensation and motivation of human resources by the organization. . employees and employees. and effective modeling of human resources as contrasted with physical resources. selection. development. concerned with people at work and their relationships within the enterprise.Cont·d y It is an integral but distinctive part of management. utilization.
Lean and mean organizations.VARIOUS INFLUENCES In the 21st century HRM will be influenced by following factors. Impact of new economic policy. . Downsizing and rightsizing of the organizations. Environmental challenges. Political ideology of the Govern¬ment. Culture prevailing in the organization etc. which will work as various issues affecting its strategy: Size of the workforce. Composition of workforce. Rising employees' expectations Drastic changes in the technology as well as Life-style changes. New skills required.
HUMAN RESOURCE MANAGEMENT: BELIEFS The Human Resource Management philosophy is based on the following beliefs: Human resource is the most important asset in the organization and can be developed and increased to an unlimited extent. Employees feel committed to their work and the organization. HRM can be planned and monitored in ways that are beneficial both to the individuals and the organization. Employees feel highly motivated if the organization provides for satisfaction of their basic and higher level needs. trust. A healthy climate with values of openness. mutuality and collaboration is essential for developing human resource. Employee commitment is increased with the opportunity to discover and use one's capabilities and potential in one's work. if the organization perpetuates a feeling of belongingness. enthusiasm. It is every manager's responsibility to ensure the development and utilisation of the capabilities of subordinates. .
. To enhance employee's capabilities to perform the present job. To be ethically and socially responsive to the needs of society. To identify and satisfy the needs of individuals. To increase to the fullest the employee's job satisfaction and self-actualization.HUMAN RESOURCE MANAGEMENT: OBJECTIVES To help the organization reach its goals. To achieve and maintain high morale among employees. To develop and maintain a quality of work life. To develop overall personality of each employee in its multidimensional aspect. To ensure reconciliation of individual goals with those of the organization. To ensure respect for human beings. To equip the employees with precision and clarity in transaction of business. To ensure effective utilization and maximum development of human resources. To inculcate the sense of team spirit. team work and inter-team collaboration. To provide the organization with well-trained and well-motivated employees.
It tries to build and maintain cordial relations between people working at various levels in the organization. It tries to help employees develop their potential fully. It helps an organization meet its goals in the future by providing for competent and wellmotivated employees. It is all about people at work. It encourages employees to give their best to the organization. Its focus is on results rather than on rules. utilizing knowledge and inputs drawn from psychology. economics. It tries to put people on assigned jobs in order to produce good results. both as individuals and groups.The various features of HRM include: It is pervasive in nature as it is present in all enterprises. .HUMAN RESOURCE MANAGEMENT: NATURE Human Resource Management is a process of bringing people and organizations together so that the goals of each are met. It is a multidisciplinary activity. etc.
8. 2. Remuneration of employees. 17. 6.HUMAN RESOURCE MANAGEMENT: FUNCTIONS In order to achieve the above objectives. Staffing the organization. 4. Developing and maintaining motivation for workers by providing incentives. 9. 16. 13. 12. Job Rotation. 10. contract negotiation and grievance handling. 3. Organization development and Quality of Working Life.Taking corrective steps such as transfer from one job to another. Human Resource Management undertakes the following activities: 1. Potential Appraisal. 7. Collective bargaining. Quality Circle. Human resource or manpower planning. Aiding in the self-development of employees at all levels. Setting general and specific management policy for organizational relationship. Recruitment. Social security and welfare of employees. Reviewing and auditing manpower management in the organization 14. Feedback Counseling. selection and placement of personnel. 11. 15. Appraisal of performance of employees. Role Analysis for job occupants.Training and development of employees. . 5.
competence or skills.CHARACTERISITS OF HRM y It is top management driven and management oriented activity y It emphasises the need for strategic fit-the integration of business and HR strategies y It is commitment oriented y It can take either hard or soft form y It is performance oriented y Employee relations are unitarist rather than pluralist. . individual rather than collective. high trust rather than low trust y Reward according to performance.
housing. 2. etc. settlement of disputes. grievance and disciplinary procedures. 3. creches. etc. rest and lunch rooms. medical assistance. Personnel aspect-This is concerned with manpower planning. selection. . layoff and retrenchment. Industrial relations aspect-This covers unionmanagement relations. training and development. transfer. productivity etc. health and safety. recreation facilities. remuneration. promotion. placement. recruitment. Welfare aspect-It deals with working conditions and amenities such as canteens. joint consultation. education. collective bargaining.SCOPE OF HRM The scope of HRM is very wide: 1. incentives. transport.